Interaction with the National Employment Standards Sample Clauses

Interaction with the National Employment Standards. This Agreement is not intended to exclude any part of the National Employment Standards (NES) or to provide any entitlement which is detrimental to an employee’s entitlement under the NES. For the avoidance of doubt, the NES prevails to the extent that any aspect of this Agreement would otherwise be detrimental to an employee.
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Interaction with the National Employment Standards. The NES will apply at all times to the employees covered by this Agreement. Where the NES provides a benefit higher than that set out in this Agreement, the lower benefit contained in this Agreement shall be null and void and the benefit set out in the NES shall apply.
Sample 1
Interaction with the National Employment Standards. 1.6 Nothing in this Agreement reduces the entitlement available to an employee under the National Employment Standards.
Sample 1

Related to Interaction with the National Employment Standards

  • NATIONAL EMPLOYMENT STANDARDS 9.1 It is the intention of this Agreement that the NES, as it may be varied from time to time, shall apply to the employees the subject of this Agreement. Any provisions of the NES that are also referred to or set out in this Agreement are for the convenience only of the parties.

  • EMPLOYMENT STANDARDS ACT LEAVES In accordance with the BC Employment Standards Act (the “Act”), the Employer will grant the following leaves:

  • Employment Standards Act Where the provisions of the Employment Standards Act exceed those within this agreement such provisions shall apply.

  • EMPLOYMENT STANDARDS There are no material complaints against the Corporation or the Subsidiaries before any employment standards branch or tribunal or human rights tribunal, nor any complaints or any occurrence which would reasonably be expected to lead to a complaint under any human rights legislation or employment standards legislation that would be material to the Corporation. There are no outstanding decisions or settlements or pending settlements under applicable employment standards legislation which place any material obligation upon the Corporation or the Subsidiaries to do or refrain from doing any act. The Corporation and Subsidiaries are currently in material compliance with all workers’ compensation, occupational health and safety and similar legislation, including payment in full of all amounts owing thereunder, and there are no pending claims or outstanding orders of a material nature against either of them under applicable workers’ compensation legislation, occupational health and safety or similar legislation nor has any event occurred which may give rise to any such material claim.

  • GENERAL EMPLOYMENT PRACTICES 13.1 As the Board is a fair and equal opportunity employer, marital status, race, creed, religion, sex, age, national origin or number of years teaching experience shall not be made a condition of employment. The Board and the Superintendent shall continue to implement and review their Affirmative Action Program designed to prohibit discriminatory practices, provide encouragement for applications from minority groups and women, and maintain the principle of employing a competent staff member to fill each vacancy. The Association will be advised of any proposed changes in the Affirmative Action Program and through the personnel office may make suggestions for improving the plan.

  • Supplemental Employment Benefit for Maternity and Parental Leave 8.5.1 Effective April 1, 2002, when on maternity or parental leave, an employee will receive a supplemental payment added to Employment Insurance benefits as follows:

  • EMPLOYEE HEALTH CARE 233. Pursuant to the Charter, the City contributes whatever rate is applicable per month directly into the City Health Service System for each employee who is a member of the Health Service System. Subsequent City contributions will be set pursuant to the Charter.

  • FAIR EMPLOYMENT PRACTICES Pursuant to NRS 338.125, Fair Employment Practices, the following provisions must be included in any contract between CONSULTANT and a public body such as CITY:

  • EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION Section 6.1 The provisions of this Agreement shall apply equally to all employees in the bargaining unit without regard to age, race, religion, sex, color, physical or mental handicap, national origin, political affiliation, or marital status. The Union further agrees that it will cooperate with the Agency's implementation of applicable Federal and State laws and regulations, including but not limited to Presidential Executive Order 11246 as amended by Presidential Executive Order 11375, pertaining to affirmative action.

  • Labor Compliance Program The City has its own Labor Compliance Program authorized in August 2011 by the DIR. The City will withhold contract payments when payroll records are delinquent or deemed inadequate by the City or other governmental entity, or it has been established after an investigation by the City or other governmental entity that underpayment(s) have occurred. For questions or assistance, please contact the City of San Diego’s Equal Opportunity Contracting Department at 000-000-0000.

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